Construction
Custom prevailing wage engineering, certified payroll automation, multi-state DBA compliance, union fringe and dues remittance — we build configurations that survive federal audit and union review at the same time.
1 case studyVerticals
Industries
HCM and WFM engagements across the verticals where the operational complexity actually drives the technical work — healthcare, public sector, higher education, pharma, manufacturing, retail, restaurants, construction, and the niche industries where the compensation model breaks generic configurations.
Government & public sector
Civil service rules, prevailing wage, certified payroll, multi-union scheduling, and budget appropriation cycles — where generic HCM hits its limits, our public sector practice picks up.
1 case studyHealthcare
Research grant funding splits, faculty appointment structures, residency duty hours, multi-union scheduling, and 24/7 clinical operations — where generic HCM hits its limits, our healthcare practice picks up.
1 case studyHigher Education
Faculty appointments, adjunct compensation tied to enrollment, student employment and work-study, research grant payroll, and multi-union staff workforces — where generic HCM hits its limits, our higher education practice picks up.
2 case studiesHome services
FLSA reclassification from contractor to employee. Incentive pay structures that have to comply with overtime and minimum wage rules — without erasing the incentive economics that drive the workforce. Multi-state operations with installer workforces moving between job sites. We build the configurations that let the business run its compensation model at scale, in compliance, without spreadsheet reconciliation.
1 case studyInsurance
Commission engines for drawdowns, tiered structures, and multi-product splits. FLSA compliance for commissioned producers. California-specific overtime and meal break rules layered onto national operations. We design the configuration around the actual compensation model — not the generic commission template that breaks at the first audit.
1 case studyManufacturing
From luxury appliance plants to global heavy equipment operations, our practice builds HCM and integration architecture that lands cleanly on the GL — through ERP migrations, platform modernizations, and multi-EIN consolidations.
3 case studiesPharmaceuticals
Clinical trial labor allocation, R&D milestone compensation, multi-country sales force complexity, and the regulatory reporting that touches payroll directly — where generic HCM hits its limits, our pharma practice picks up.
2 case studiesQSR & franchise
Quick-service restaurants and franchise operations share an HCM problem most platforms underweight — change management runs constantly. New locations open, brands roll over, franchise agreements adjust, and each shift produces payroll, scheduling, and reporting work. We've built the configurations and automation layer that handle that change tempo without grinding the operations team to dust.
1 case studyRestaurants
Tip allocation, FLSA compliance for tipped workers, multi-location payroll, full-service and quick-service models with different pay-rule shapes — we design configurations that respect how front-of-house actually gets paid.
1 case studySpecialty retail
From educational products operations to specialty beauty retail with in-store services, we design HCM and payroll for retail businesses that don't fit a clean store-only template — multi-channel operations, salon and service workforces, vendor selection through implementation.
2 case studies